How to Get Started on JibberJobber JibberJobber Tutorial

How to Get Started on JibberJobber JibberJobber Tutorial Every other week we do a one hour tutorial on JibberJobber you can see the schedule and register here (the next webinar is this Wednesday). You can see all of these, and more, on the JibberJobber Vimeo channel. UPDATE: 11/2/2010: I made a new page where Ill have the most recent recording go here to watch it. If you click where the red arrow is pointing on either of the videos youll pop the video out so its full screen. How to Get Started on JibberJobber JibberJobber Tutorial Every other week we do a one hour tutorial on JibberJobber you can see the schedule and register here (the next webinar is this Wednesday). You can see all of these, and more, on the JibberJobber Vimeo channel. UPDATE: 11/2/2010: I made a new page where Ill have the most recent recording go here to watch it. If you click where the red arrow is pointing on either of the videos youll pop the video out so its full screen. How to Get Started on JibberJobber JibberJobber Tutorial Every other week we do a one hour tutorial on JibberJobber you can see the schedule and register here (the next webinar is this Wednesday). You can see all of these, and more, on the JibberJobber Vimeo channel. UPDATE: 11/2/2010: I made a new page where Ill have the most recent recording go here to watch it. If you click where the red arrow is pointing on either of the videos youll pop the video out so its full screen.

The Importance of Resume Headline

The Importance of Resume HeadlineResume headline is one of the most important parts of the entire resume. In fact, you should be able to focus a lot on this and put some much needed focus on your professional skills, experience and interests to make sure that you will be awarded the job with all its high rewards.While it is a fact that you need to learn how to write your own resume, doing so will just waste a lot of time. But in order to avoid that, it is best to pay attention to what other people do when they are submitting their resumes.They usually only put emphasis on the points that they want in their resumes. This means that there will be very little on the rest of the resume. Why?Because this is the one place where you can actually get your resume noticed. It is here that you can show some of your skills, interests and experiences. By doing this, you can establish a connection between you and the employer and get the job that you really want.The easiest way to do this is to co ncentrate on your skills and the points that will show how great you are as a worker and that you have great skills for the position that you are applying for. Then, you can include some of your personal statements that describe your past work experience and what type of worker you are.This will tell the employer how you manage things as well as how you go about doing them. Finally, you can also mention about your abilities to take care of others and promote and encourage teamwork. You may also choose to mention some of your teaching experiences and leadership achievements.Remember that this is where your resume will be recognized by the employer. He will take note of all of the information that you have listed, including the job that you held before. This is where you need to highlight your skills and your abilities that will allow you to easily show what kind of worker you are and the positions that you can do.Resume headline can also be a good place to emphasize some of your poin ts. You can write down several of your achievements that will help the employer in deciding whether or not he wants to give you an interview.

Music in the Office Help or Hindrance

Music in the Office â€" Help or Hindrance I’ve read a number of blogs recently about the importance of maintaining a positive company culture and keeping staff motivated and engaged. These elements are more important than ever before, as companies that choose to ignore them will soon find their employees migrating to companies that don’t. One of the blogs I read suggested playing music in the office as a method of motivating employees. Having previously worked in an office where this was the norm, I witnessed a number of problems with the practice. While I whole-heartedly support a fun and non-restrictive company culture, I am glad to be out of an office environment that plays music aloud. Here is why. The Genre Divide One thing is certain â€" you will never find an office where everyone likes listening to the same type of music. Some will prefer classical music because it’s soothing and intellectual. Others will prefer jazz because it’s creative and experimental. Still others will be partial to classic rock, modern rock, pop, hip-hop, or whatever boy bands are. Often these preferences will be represented by generation, and if you thought managing a multigenerational workforce was difficult, try doing it when they’re arguing over what’s playing on the radio. You will see the generation gaps widen like never before as one generation celebrates their music blasting throughout the office while the others complain about how much they hate it. The Music Police The music you choose to play may depend on your industry. But for argument’s sake, let’s say part of your workforce is made up of millennials, and they want to hear what’s popular today. Nowadays, every artist wants to push the boundaries a little further than those who came before them, and for employees who want to listen to today’s top hip-hop or rock artists in the office, this could cause an HR conundrum. Who screens the music to make sure it’s not offensive to others in the office? What happens when lyrics that some employees feel are perfectly acceptable are deemed racist or misogynistic by others? Chances are the HR department will want to err on the safe side and stick to music that is harmless, which will inevitably leave a number of employees complaining about management’s boring music choices. The Distraction Factor Many people find that listening to music while working stimulates creativity and productivity…but not everyone. Some people work best in a quiet environment. In addition, there will always be employees who will need to conduct meetings, give presentations or talk to clients on the phone. Some will be able to step into a private office or conference room, but these may not always be available. In the end, it’s far easier for those who want to listen to music while working to wear headphones than it is for those who don’t to wear earplugs. The Musician’s Plight I recently wrote a blog about employees with hidden talents, and how most offices employ at least a few musicians. Something non-musicians may find surprising is that many musicians have trouble listening to “background” music at work. Why? Because their concentration will always be diverted from what they should be working on to the music. Guitar riffs, drum fills, tempo and time signature changes, modulations â€" do you listen for these things? Musicians do â€" it’s ingrained in them. While your musically inclined coworkers love listening to music just as much as you do, they may not want to admit to the whole office that listening while working on a major project or presentation may not be the best time. With the exception of those in fields like healthcare, law and finance, most employees would rather work in a fun, creative and collaborative environment. But what may drive creativity and productivity in some may hinder it in others. The key is to find that balance that allows each employee to maximize his or her work output without hindering anyone else’s. Considering that most office workspaces consist of cubicles, or in some cases are completely open, the only way to ensure a positive work experience for all is to confine each employee’s creative endeavors to the boundaries of his or her cubicle walls or personal workspace. So the next time you decide to turn on the creativity, feel free to turn it up…but keep it under the headphones.

How To Plot Your Best Career Path

How To Plot Your Best Career Path Whether youre deciding on your best career path as part of college planning, or thinking about making a career change at some later time, its not something to be taken lightly.   Making a good decision can make a significant difference in your income, your personal satisfaction, and your future opportunities. Of course you can get advice from career counselors, recruiters . . . and even your parents.   But youre the one who has to make the choices and live with the consequences of those choices. Heres a look at the five steps youll want to take to find and develop your best career path.   Do these diligently and your chances at success and happiness will increase proportionate to your efforts. Know Yourself Begin by doing a good bit of introspection.   Have a serious conversation with yourself to get clear on your personal likes and dislikes, your goals, where you want to live . . . whatever is important to you or that you feel strongly about.   This doesnt have to be a formal exercise.   Some quiet time with a pen and notebook will do just fine.   The key is to listen to your thoughts and notice what resonates. With that accomplished, a good next step is to take some personality or psychometric tests.   These tests are commonly used by employers to measure candidates cognitive abilities, attitudes, personality and knowledge.   While an employer administers these tests to see if youre a good candidate for a specific job, youll find them quite useful in determining which kinds of positions are a good fit. Learn About Your Selected Career The importance of knowing about the position for which you may be applying is pretty obvious.   You want to at minimum demonstrate that youre interested enough to be well informed.   But this doesnt end with the job offer. No matter your chosen career path, life-long learning should be a natural part of your working life.   From employer provided programs to additional college courses to your own study and research, the more you know the more youll grow personally and in your career. Learn to Network If you have any negative attitudes towards the idea of networking, re-frame them for the positive contribution effective networking can be.   Networking is about building long-term relationships with other professionals both in and out of your immediate career area. Networking is invaluable in many ways, including: Keeping abreast of industry innovations and changes Being in the loop for new and even unexpected career opportunities Collaboration that could lead to new ideas and startups Networking is all about being connected.   And always remembering that the flow of information in those connections is reciprocal. Create and Build a Personal Brand While you may be more familiar with the terms reputation and image, its all about your personal brand.   When you examine the lives of top corporate CEOs, youll find they are well known for specific value they can bring to the table.   And its based on their reputation and image, that is, their personal brand. As you develop your personal brand, you wont have to wait for CEO status to feel the rewards of your efforts.   Even early on in your career, when youre the one who comes to mind to fill a position or just to get a given task done, youre building your personal brand. Find a Mentor The benefits of being mentored are commonly recognized.  But as a refresher, here are the big ones. Access to experience and real-world results, taking advantage of the mentors knowledge of what has worked and what hasn’t Building a network and contact base.  The mentor can provide introductions that might otherwise take years to establish Faster assimilation  into the team.  Rather than struggle through a period of real or imagined isolation, mentoring creates a feeling of peer partnership Improved performance.  Statistics clearly show that those with mentors outperform those without. Your Best Career Path?   Its The One You Commit to. In the above points, it should be clear that the best career path is the one that not only fits you.   Its the one you dedicate yourself to, for your benefit, your employer, and our world.   It starts with the basics, and continues your entire working life.

Public Relations Resumes Examples

Public Relations Resumes ExamplesPublic relations resume is a written document that is submitted to potential employers in order to draw attention to a candidate's qualifications. For those seeking employment in the fast paced world of today, this is an important tool in building a good first impression. In fact, the need for a public relations resume is becoming increasingly common.In today's competitive world, it is imperative that people demonstrating their ability to manage and work with others to demonstrate their ability to perform well with prior work experience. A resume that includes this experience is going to be much more effective than one that does not. It is an essential tool to creating a strong first impression.When searching for public relations resume examples, one should not be afraid to take risks. Individuals can use this method as a springboard to excellent job opportunities if it is used properly. While there are many different things that can go wrong, there a re some areas that will help bring attention to skills and abilities that otherwise may not be highlighted.One of the most common mistakes made when looking for public relations resume examples is the use of grammar and spelling mistakes. When sending out resumes, it is important to make sure that the text is grammatically correct. Using incorrect or poor grammar can reflect poorly on a person's ability to do business and communicate effectively.When searching for public relations resume examples, the use of poor punctuation and capitalization can be overlooked. For those who utilize these elements of communication, they should be noted in any document that they are included in. They are not necessarily mistakes but can create a negative impression of the person doing the writing.Most people have heard the phrase 'the degree speaks for itself' and understand that this is true in regards to education level. Public relations resume can also be used to highlight the individual's achiev ements in their careers. It is an effective way to show how they have advanced their careers.In addition to education and work experience, there are other things that the public relations resume examples can highlight. The use of leadership and management skills are a very important part of showing that the candidate is a leader in the workplace. This will also show employers that they can trust their employees.It is important to highlight each individual's skills and expertise when drafting the document. While some aspects of the work are going to be covered, the important pieces are going to be the ones that relate to the employer's specific needs. By highlighting these key aspects, the potential employer will be able to get a better feel for the potential candidate.

Self-Google or Doom Your Executive Job Search - Executive Career Brandâ„¢

Self-Google or Doom Your Executive Job Search Right before I speak with potential clients for the first time, I Google their names. This is exactly what many  hiring professionals and executive recruiters  do when they’re assessing candidates. What I typically find is a very meager online footprint, with very little social networking. Theyll almost always have a profile and, unless that person shares a name with others, will be the number one search result on the page, and it will be associated with the person Im about to speak with. Most often, theyve posted a bare-bones profile, with no summary section, no keyword-rich professional headline, and very little (if any) information under each job title. Beyond , they will rarely have any social media presence. I generally  only search  the first page of results for my initial chat. What Im looking for is more information about the person to assess whether they’re a good fit to work with me, to see whether theyve done any work to build their brand online, and to see if they have any digital dirt that could cripple their search. Frequently these job seekers are unaware  of how important it is for them to have a strong, branded online presence. Given the same set of qualifications, skills and expertise, those who have a diverse and higher-volume of search results are more likely to be noticed, sought out, and hired. According to Talent Management Magazines article about a recent survey from CareerBuilder, nearly 37 percent of  firms use social networking sites to research job candidates. What are they looking for? To see if the candidate presents himself/herself professionally â€" 65 percent To see if the candidate is a good fit for the company culture â€" 51 percent To learn more about the candidates qualifications â€" 45 percent To see if the candidate is well-rounded â€" 35 percent To look for reasons not to hire the candidate â€" 12 percent? Nearly 34 percent found information that caused them  NOT to hire a candidate. That  issue  can pose  major problems for some job seekers. In todays highly competitive job market, hiring professional have their pick of the absolute best. If they find dirt or even a flimsy reason to rule you out, they will. There are plenty of others to slide in place. One of the major problems  I find when Googling people’s names  is not within content these people posted themselves  online (if theyve even done so). Its  not  inappropriate behavior that found its way online, or that they posted somewhere. Im finding content  on the first page of results that the person DIDNT post themselves, so they may have little control over it. Sometimes the person knows about it. Sometimes the person had an unfortunate blip in their career or personal life that made news.  They’ve since made amends, but the bad news lingers forever online. Sometimes the content is associated with some dastardly person who has the same name. Whatever the reason, those search results could seriously damage their job search. My searches on two recent client prospects revealed problematic online identities: 1. A 65 year old mid-level sales and marketing executive, who was very concerned about ageism in his search. was the #1 search result. About half way down the first page was a link to his high school  yearbook and the year he graduated. Instantly, his age was revealed. 2. The second search result for a CMO in medical devices (lets call him Joe Smith) jumped out with the hyperlink Can anyone share their real thoughts on Joe Smith? Who wouldnt be drawn to that headline? The link led to a snarky industry-related chat site where several anonymous people on his team trashed his leadership abilities . . . in detail. In both instances above, the job seekers  probably can’t get those pages taken down. Their only recourse is to work on outdistancing those bad search results with good ones, pushing the bad ones down and onto the second, or hopefully, third or fourth pages of results, where they’re less likely to be found. Your takeaway? Follow the steps that hiring professionals do when they’re sourcing and assessing talent by what they find online. Know what the people who have a hand in hiring you will find when they search you. Do a quick Google search on your name right now, and then once a week or so, and see whats out there. If you find digital dirt, here are three things to do: Try to push it down beyond the first page or two by building up branded, relevant search results on high-ranking sites. See if you can get the page taken down. See if you can rewrite the content to position yourself in a more positive light. Related posts: Does Your Online Presence Scream DON’T Hire Me? Executive Job Search: 6 Ways to Get Good With Google Executive Branding Online: Write Book Reviews on Amazon photo by SallyB2 00 0

Self-Google or Doom Your Executive Job Search - Executive Career Brandâ„¢

Self-Google or Doom Your Executive Job Search Right before I speak with potential clients for the first time, I Google their names. This is exactly what many  hiring professionals and executive recruiters  do when they’re assessing candidates. What I typically find is a very meager online footprint, with very little social networking. Theyll almost always have a profile and, unless that person shares a name with others, will be the number one search result on the page, and it will be associated with the person Im about to speak with. Most often, theyve posted a bare-bones profile, with no summary section, no keyword-rich professional headline, and very little (if any) information under each job title. Beyond , they will rarely have any social media presence. I generally  only search  the first page of results for my initial chat. What Im looking for is more information about the person to assess whether they’re a good fit to work with me, to see whether theyve done any work to build their brand online, and to see if they have any digital dirt that could cripple their search. Frequently these job seekers are unaware  of how important it is for them to have a strong, branded online presence. Given the same set of qualifications, skills and expertise, those who have a diverse and higher-volume of search results are more likely to be noticed, sought out, and hired. According to Talent Management Magazines article about a recent survey from CareerBuilder, nearly 37 percent of  firms use social networking sites to research job candidates. What are they looking for? To see if the candidate presents himself/herself professionally â€" 65 percent To see if the candidate is a good fit for the company culture â€" 51 percent To learn more about the candidates qualifications â€" 45 percent To see if the candidate is well-rounded â€" 35 percent To look for reasons not to hire the candidate â€" 12 percent? Nearly 34 percent found information that caused them  NOT to hire a candidate. That  issue  can pose  major problems for some job seekers. In todays highly competitive job market, hiring professional have their pick of the absolute best. If they find dirt or even a flimsy reason to rule you out, they will. There are plenty of others to slide in place. One of the major problems  I find when Googling people’s names  is not within content these people posted themselves  online (if theyve even done so). Its  not  inappropriate behavior that found its way online, or that they posted somewhere. Im finding content  on the first page of results that the person DIDNT post themselves, so they may have little control over it. Sometimes the person knows about it. Sometimes the person had an unfortunate blip in their career or personal life that made news.  They’ve since made amends, but the bad news lingers forever online. Sometimes the content is associated with some dastardly person who has the same name. Whatever the reason, those search results could seriously damage their job search. My searches on two recent client prospects revealed problematic online identities: 1. A 65 year old mid-level sales and marketing executive, who was very concerned about ageism in his search. was the #1 search result. About half way down the first page was a link to his high school  yearbook and the year he graduated. Instantly, his age was revealed. 2. The second search result for a CMO in medical devices (lets call him Joe Smith) jumped out with the hyperlink Can anyone share their real thoughts on Joe Smith? Who wouldnt be drawn to that headline? The link led to a snarky industry-related chat site where several anonymous people on his team trashed his leadership abilities . . . in detail. In both instances above, the job seekers  probably can’t get those pages taken down. Their only recourse is to work on outdistancing those bad search results with good ones, pushing the bad ones down and onto the second, or hopefully, third or fourth pages of results, where they’re less likely to be found. Your takeaway? Follow the steps that hiring professionals do when they’re sourcing and assessing talent by what they find online. Know what the people who have a hand in hiring you will find when they search you. Do a quick Google search on your name right now, and then once a week or so, and see whats out there. If you find digital dirt, here are three things to do: Try to push it down beyond the first page or two by building up branded, relevant search results on high-ranking sites. See if you can get the page taken down. See if you can rewrite the content to position yourself in a more positive light. Related posts: Does Your Online Presence Scream DON’T Hire Me? Executive Job Search: 6 Ways to Get Good With Google Executive Branding Online: Write Book Reviews on Amazon photo by SallyB2 00 0

Time, Time, Time is on Your Side

Time, Time, Time is on Your Side Penelope Trunk of the Brazen Careerist blog recently posted on the ROWE (Results-Only Work Environment) policy instituted by Best Buys that is changing the way some people think about work. In the ROWE environment, employees are given the autonomy to structure their work day as they see fit and flexible schedules and working from home are not the exceptions, but rather the norm. According to a recent article in HR Magazine (subscription required), instituting ROWE has paid off big timeProductivity has increased an average of 35 percent within six to nine months in Best Buy units implementing ROWE and voluntary turnover has dropped between 52 percent and 90 percent in the three divisions that were part of the turnover study.So what does this mean to the job seeker? So many of my clients express a desire to work in a more flexible professional environment and they often ask me when is the appropriate time to discuss flexible work options with a prospective employer. My response is that the best way to create a flexible arrangement for yourself is to target the companies that tout themselves as companies that offer alternative work arrangements. Once an employment offer is made, should you chose to pursue a conversation around workplace flexibility, you will be more likely to get what you want because the company has positioned itself as a firm that embraces work/life balance.Two other companies that are public about flexible work arrangements are Sun Microsystem and IBM. Suns program, called Open Work, has a 40% participant rate and employees average a 34% productivity gain under this flexible arrangement. IBM has experienced similar gains and in a 2004 IBM work/life survey, flexible work options was rated as the top reason to stay at IBM.Other great sources of information for learning about workplace flexibility include Working Mothers 100 Best Companies and Fortune Magazines Best Companies to Work For.

Putting Together An Executive Resume

Putting Together An Executive Resume An executive resume should be created with the end purpose in mind, that of getting you an interview for the job opening. Do not just list all the things you have done in former jobs, for resumes at this level more information is needed about the processes used to get the job done. Do not write a confusing history of former positions. Start your work history with your latest position and end with your first working position relevant to the job opening you are intending to get an interview for. For an executive resume, 2-4 pages is acceptable. I always say, if the experience warrants it, then add another page (however, less is more sometimesI try to stick to 2ish). Do ensure all the information is concise and relevant. Employers do not want to have to sift through pages of irrelevant information. It would be wise to invest in having a professional resume writer create a resume for you if you are unsure of the current formats used for resumes (plug, plug, plug). Always be very specific in your writing and information, use precise numbers to convey any targets that you have been set and met in previous positions, it all helps to build a better picture of your abilities by the employer reading the resume. Creating a focused, targeted, concise resume is what employers are looking for in an executive resume. It is vitally important that it stands out from the crowd before it has even a chance of being read at all. Employers are busy people and need to know immediately if your resume is worth their time reading, and an executive resume can help with this!